block 4 ms 28 unit 3

Wages and Labour Laws

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UNIT 21 PAYMENT OF BONUS ACT, 1965 Objectives

The objective of this Unit is to explain briefly:

The concept of Bonus and how it has been changing from that of a Gift or Grauitous payment to that of share in profit or property, and finally becoming a statutory obligation of employer

•

•

•

•

•

How this legislation has enacted

Definition of some important term used in this Act

Strength and weakness of this legislation and the need for its further amendment and

Some important case law.

Structure

21.1 Introduction 21.2 Concept of Bonus 21.3 L.A.T. or Full Bench Bonus Formula 21.4 Bonus Commission 21.5 Enactment of Payment of Bonus Act, 1965 21.6 Eligibility for Bonus 21.7 Computation of Gross Profits in Banking and other Companies 21.8 Determination of Available Surplus 21.9 Sums Deductible from Gross Profit: Third schedule 21.10 Calculation of Direct Tax Payable by the Employer 21.11 Allocable Surplus 21.12 Special Provisions with Respect to Certain Establishments 21.13 Presumption about Accuracy of Balance Sheet and Profit and Loss Account

of Corporations and Companies 21.14 General Remarks 21.15 Self-Assessment Test 21.16 Further Readings

21.1 INTRODUCTION

Annual Bonus is an important component of wage payable to workers. This forms 8 to 10% of the total earnings of workers. As its payment can now be claimed as a legal right, it is looked upon by the working class as a great hope and expectation. Again, as real wages payable to most of the workers in India have not reached even the prewar (1939) level, the annual bonus will continue to play the part of tilling the gap between the existing and the living wage. Though views have been expressed for the total abolition of bonus claim, and instead for raising the wage level, it appears that such a radical step has no chance of acceptance at least till the whole wage policy undergoes a rational and planned formulation in place of its present haphazard growth.

21.2 CONCEPT OF BONUS

Concept of annual profit bonus has a long history behind it. Originally bonus was regarded as a gift or an ex-gratia payment by any employer to his employees in cash

Payment of Bonus Act, 1965or kind to motivate their efforts on important festivals like Diwali, Durga Puja and Onam. Before the first world war some European firms used to given free Dhoties and other household articles on festivals, while Indian firms gave gifts in cash and kind by way of bonus. In Bengal there was a system of paying bonus at the time of Durga Puja irrespective of profit and loss. In large concerns extra payments were made which were called bonus. A proper system of paying bonus was started during the First World War. In 1917 the textile industry in Bombay and Ahmedabad gave 10 recent increase in wages calling it a war bonus, and this was increased to 15 per cent 1918. After the war when some concerns stopped paying bonus. Workers claimed it (fit as a right, and went on strike. The matter was referred to a committee headed by the Chief Justice of Bombay in February, 1924. The Committee observed that the employees had not established any enforceable claim, customary, legal or equitable. However, workers continued to receive bonus as an ex-gratia payment in concerns which were making profit. During the years that followed bonus ceased to be a serious industrial relations problem due to economic recession.

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During the 2nd World War, bonus again became a live issue when industries started making extra-ordinary profits. Though some employers paid bonus voluntarily, many disputes regarding bonus were referred to ad-hoc Industrial Courts of Tribunals for adjudication under the Defence of India Rules. Some of these disputes went upto the Supreme Court also. The adjudicators took the view that profits were made possible by the joint efforts of both capital and labour. The latter therefore had a right to share in the increased profits. This position continued until the Bombay High Court laid down that the payment of Bonus could be demanded by workers as a right, that is to say, a payment which could be made by the employer as extra remuneration for work done by employees under a contract, express of implied (India Hume Pipe Company V. E.M. Nanavutty 48 Bombay L.R., 551). The Supreme Court also held in the case of Associated Cement Co. Ltd. V. Their workers, A.I.R. (1959) S.C. 967 that it is fair and just that labour should derive some share in the surplus available after meeting necessary prior charges.

21.3 L.A.T. OR FULL BENCH BONUS FORMULA The Labour Appellate Tribunal appointed under the Industrial Disputes Act, 1947, evolved following Bouns Formula in the case of Mill Owners Association, Bombay V. Rashtriya Mill Mazdoor Singh, Bombay (1950) 2 L.L.J. 247, known as LAT or Full Bench Formula. As both labour and capital contribute to the earnings of the industrial concern it is fair that labour should derive some benefits if there is surplus after meeting necessary prior charges: These prior charges on gross profit as mentioned in the Formula are: i) Provision for depreciation; ii) Reserve for rehabilitation; iii) Return of six per cent of the paid up capital; iv) A return of the working capital at a lower rate than the return on paid up capital. The surplus left after meeting the above deductions would be available for distribution as bonus. Workers, therefore, can claim bonus if the concern has earned profit and there is left some surplus after meeting the above mentioned prior charges. If the working of the concern; results in loss in any particular year, there is no justification for demanding bonus. These views were endorsed by the Supreme Court in the case of Muir Mills Co. Ltd. V. Suti Mills Mazdoor Union, Kanpur, A.I.R. (1955)S.C. 170, by observing that the demand of labour for bonus can be justified and becomes an industrial claim only if wages in any industry are below the standard of living wages, and industry has made profits in the earning of which workman have contributed by their labour. The demand fathoms cannot be sustained when either of these two conditions is not satisfied. Although the Bonus Formula, underlying principles of which wet e upheld by the Supreme Court was followed all over the country by Industrial Tribunals, in awarding


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bonus, demand for its revision also continued to be made from time to time. Rehabilitation charge was the most objected point for which revision was sought, as it was alleged to be denying workers bonus even when the concern was making profit. This issue came up for consideration by the Supreme Court in 1959 in an appeal form the Associated Cement Companies. The representatives of employees complained that the LAT formula was not adequate to ensure worker social and economic justice as it was denying them bonus even when there was sufficient profit, mainly because of the rehabilitation charge. The Supreme Court suggested that question of revising the formula should be considered comprehensively by a high powered Commission in all its aspects by taking evidence from all industries and workers and their organisations.

21.4 BONUS COMMISSION In pursuance of this suggestion the Government set up a tripartite Commission, known as Bonus Commission by its resolution dated 6th December 1961. The Commission submitted its report to the Government on 28th January, 1964. The Government accepted the report with slight modification by their resolution dated, September 1964. The report was placed in two sessions of the Indian Labour Conference for the consideration of the representatives of employees, employers and State Government to see if the recommendations of the Commission could be accepted unanimously by all the parties represented in the Conference. As there was no unanimity and the views expressed were divergent, the Government decided to implement the recommendations of the commission statutorily, and promulgated an Ordinance known as Payment of Bonus Ordinance in May 1965. This Ordinance was replaced by the Payment of Bonus Act, 1965 in September of that year. The Act came into operation with effect from 25th September, 1965. A Bonus Review Committee was set up in 1972 to review the operation of the Act. In pursuance of the Recommendations of this Committee, the Act was amended to increase the minimum bonus from 4% to 8.33%.

21.5 ENACTMENT OF PAYMENT OF BONUS ACT, 1965 Objects of the Act As mentioned in the Act itself it aims at providing for the payment of bonus to persons employed in certain establishments and formatters connected therewith. But the Act does not define the term "Bonus", and nor does a definition of bouns exist in any other enactment. One of the terms of reference to Bonus Commission was to define the concept of bonus. The Commission in its report said: "It is difficult to define in rigid terms the concept of bonus, but it is possible to urge that once the profits exceed a certain base, labour should legitimately have a share in them. In other words, we think it to construe the concept of bonus as sharing by the workers in the prosperity of the concern in which they are employed. This has also the advantage that in the case of low paid workers sharing in prosperity augments their earnings to bridge the gap between the actual wage and the need based wage. If it is not feasible to better the standard of living of all the industrial and agricultural workers as aimed at in Article 43 of the Constitution it is nothing wrong in endeavoring to do so in respect of those workers whose efforts have contributed to the profits of the concern in which they have worked. The validity of such a conception of bonus is not affected by the difficulty of determining or qualifying precisely the living wage or even the “need-based:” wage at any given time and place. It appears tows that aproperly conceived bonus system that is linked to profit also imparts a measure of desirable flexibility to wage structure. The workers are enabled to share in the prosperity of the concern without disturbing the underlying- basic wage structure." From the above observations of the Commission it appears that its recommendations, for the implementation of which this Act was enacted, were made to promote the welfare of workers and to make bonus as non-barganiable as possible to minimise the disputes on this account, The Act is designed to: (i) impose a statutory obligation on an employer to pay bonus to his workers; (ii) provide for payment of minimum, and--maximum bonus; (iii) lay down principle and formula for calculation of bonus; and (iv) provide machinery Or the enforcement of the Act.

Payment of Bonus Act, 1965Scope and Coverage:

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This Act extends to the whole of India. It applies to every factory as defined under the Factories Act, 1948; and every other establishment wherein 20 or more persons are employed on any day during any accounting year.

The appropriate Government may, after giving a notice of not less than two months through notification in the Official Gazette, make the Act applicable to any factory or establishment employing less than twenty but not less than ten persons.

An establishment to which this Act applies shall continue to be governed by the Act notwithstanding that the number of persons employed therein falls below twenty. (Section 1)

The Act shall not apply to the following classes of employees; (i) Employees employed in (a) Life Insurance Corporation of India (b) Industry carried on or under the authority of any department of Central Government or a State Government or a Local Authority. (c) Indian Red Cross Society or any other institution of like nature including its branches; (d) Universities and other educational *institutions; (e) Hospital, Chambers of Commerce and Social Welfare Institutions established not for purposes of profits; (f) employed through contractors on building operations; (g) Reserve Bank of India; (h) Industrial Finance Corporation of India, Deposit Insurance Corporation and other financial corporations being set up financially assisted by the Government, and Unit Trust of India, Agricultural Refinance Corporation, and Industrial Bank of India, (i) Seamen as defined in Sec. 3(42) of the Merchant Shipping Act, 1958; (j) Inland Water Transport establishment. (Section 32)

Application of the Act to establishments in Public Sector: The Act is applicable to public sector establishment if in any accounting year it sells any goods produced or manufactured by it or renders any service in competition with an establishment iii-the private sector, and the income from such sale or service or both is not less than twenty per cent of its gross income for that year. (Section 20)

Exemption (Sec. 36):

The appropriate Government may, having regard to the financial position and other relevant circumstances of an establishment or class of establishment,. exempt by notification in the Official Gazette, such establishments or class of establishments from all or any provision of the Payment of Bonus Act. It may do so if it. is of opinion that is will not be in public interest to apply all or any of the provision of this Act to such establishment or class of establishment. It may exempt such establishments or class of establishment from the application of the provision of this Act for such period as may be specified in the notification and impose such conditions as it may think fit to impose.

An order passed in the proceedings under Sec. 36 refusing exemption must be speaking one as the proceedings under the Section are quasi/judicial. If it is passed without giving reason, it is invalid.

Constitutionality of the Act:

The constitutional validity of the act was challenged in the Supreme Court in the case of Jalan Trading Company (Pvt,) Ltd. V. Mill Mazdoor Union, AIR (1977) S.C. on the ground of violation of Articles 14 and 19 of the Constitution. The Supreme Court upheld the main provision of the Act regarding payment of minimum bonus as constitutional. The payment of bonus, being in implementation of the Articles 39 and 43 of the Constitution is reasonable.

Definitions: (Section 2)

Accounting year: (i) In relation to a Corporation, the year ending on the day on which books and accounts of the corporation are to be closed and balanced; (ii) In relation to a company, the period in respect of which any profit and loss account of the company laid before it in an annual general meeting is made up, whether that period is a year or not, (iii) In any other case (a) the year commencing on the Ist day of April, or (b) if the accounts of an establishment are maintained by the employer thereof are closed and balanced on any day other than the 31st day of March, then at


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the option of the employer, the year ending on the day on which the accounts are so closed and balanced.

An option once exercised by the employer under clause (iii) (b) shall not be again exercised except-with the previous permission of the prescribed authority in writing and on such terms as the authority may think to impose.

Allocable Surplus (Sec 2 (4)): It means (a) in relation to a company or to an employer being a company (other than a banking company) which has not made the arrangements prescribed under the Income Tax Act, 1961 for the declaration and payment within India of the dividend payable out of its profits in accordance with the provisions of Sec. 194 of the Income Tax, 67% of the available surplus in an accounting year as computed under Sec. 5 of the Act. (b) in any other case it is sixty percent of the available surplus. The allocable surplus. is the workers share in the available surplus. It is the amount available for distribution as bonus among the employees in the relevant accounting year.

Appropriate Government (Sec. 2(5)): It means; (i) in relation to an establishment in respect of which appropriate Government under the Industrial Disputes Act, 1947 is the Central Government, the Central Government; (ii) In relation to any other establishment, the Government of the State in which that establishment is situated.

Available Surplus (Sec. 2(6)): It means the available surplus computed under Sections 4,5,6,7 of the Act. It is, in respect of any accounting year, the gross profit for that year after deducting from it prior charges like depreciation as permissible under the Income Tax Act, 1961, any amount by way of development rebate or investment-allowance or development allowance, any direct tax calculated according to the Provisions of Sec. 7, and other sums mentioned in the Third Schedule-to the Act.

Award: It means interim or final determination of any industrial dispute or any question relating thereto by any labour Court, Industrial Tribunal, or-National Tribunal constituted under the Industrial Disputes Act, 1947, or by any_ other authority constituted under any corresponding law relating to investigation and-settlement of industrial disputes in force in a State, and includes an arbitration award made under Sec. 10A of that Act or under that law.

Employee and employer (Sec. 2 (3) and (14)). "Employee" means any person (other than an apprentice) employed on a salary or wage not exceeding Rs. 3500 per mensem in any industry to do any skilled or unskilled, manual, supervisory, managerial, administrative, technical or clerical work for hire or reward, whether the terms of employment be express or implied (Sec. 2 (13)).

"Employer" includes:

i) in relation to an establishment which is a factory, the owner or occupier of the factory, including the agent of such owner or occupier, the legal representative of a deceased owner or occupier and the manager of the factory;

ii) in relation to any other establishment, the person who, or the authority which, has the ultimate control over the affairs of the establishment. Where the said affairs, are entrusted to a manager or managing director, such manager or manager director is the employer (Sec. 2(14)).

Establishment in private sector (Sec 2(15)). It means any establishment other than an establishment in public sector.

Establishment in public sector (Sec. 2(16)). It means an establishment owned, controlled or managed by:

a)

b)

i)

ii)

a Government company as defined in Sec. 617 of the Companies Act 1956;

a corporation in which not less than forty per cent of its capital is held whether singly or taken together) by

the Government, or.

the Reserve Bank of India, or

Payment of Bonus Act, 1965

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iii) a corporation owned by the Government or the Reserve Bank of India. Sec.20 of the Act provides that if in any accounting year an establishment in public sector sells any goods produced or manufactured by it in competition with an establishment in the private sector, and the income from such sale is not, less than twenty per -cent of its gross income for that year, then the provisions of this Act shall also apply to such establishment as they apply to an establishment in private sector. Salary or wage (Sec. 2 (21)). It means all remuneration (other than remuneration in respect of overtime work) capable of being expressed in terms of motley, which would, if the terms of employment, express or implied, were fulfilled, be payable to an employee in respect of his employment or of work in such employment. It includes dearness allowance (that is to say, all cash payments, by whatever name called paid to an employee on account of a rise in the cost of living). But it does not include. i) any other allowance which the employee is for the time being entitled to; ii) the value of any house accommodation or of supply of light, water, medical

attendance or other amenity or of any service or of any confessional supply of foodgrains or, other articles;

iii) any travelling concession; iv) any bonus (including incentive, production and attendance bonus); v) any contribution paid or payable by the employer to any pension fund or for the

benefit of the employee under any law for the time being in force; vi) any retrenchment compensation or any gratuity or other retirement benefit

payable to the employee or any ex-gratia payment made to him; vii) any commission payable to the employee.

Explanation to Sec. 2 (21) further provides that where an employee is given in lieu of the whole or part of the salary or wages payable to him, free food allowance of free food by his employer, such food allowance or the value of such food shall, for the purpose of this clause, be deemed to from part of the salary or wage of such employee.

Establishments to include departments, undertakings and branches (Sec. 3)

Where an establishment consists of different departments or undertakings or, has-branches, whether situated in the same place or in different places, all such departments or undertakings or branches shall be treated as parts of the same establishment for the purpose of computation. of bonus under this Act. Where for any accounting year a separate balance-sheet and profit and loss account are prepared and maintained in respect of any such department or unq6rta.q4g` or branch, then, such department or undertaking or branch shall be treated as, a separate establishment for me purpose of computation of bonus under this Act for that year, unless such department or undertaking or branch was, immediately before the commencement of that accounting year treated as part or the establishment for the purpose of computation of bonus;

21.6 ELIGIBILITY FOR BONUS

Every employee shall be entitled to be paid by his employer in an accounting year, bonus, in accordance with the provisions of this Act, provided he has worked in the establishment for not less than thirty working days in that year. (Section 8)

Where an employee has not worked for all the working days in any accounting year, the bonus payable to him under Sec. to shall be proportionately reduced (Sec. 13).

Disqualification for bonus (Sec. 9)

Notwithstanding anything contained in this Act, an employee shall be disqualified from, receiving bonus under this Act, if he is dismissed from service for:


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a) b) c)

fraud; or riotous or violent behaviour while on the premises of the establishment; or theft, misappropriation or sabotage of any property of the establishment.

Determination of Bonus

Bonus, under the Payment of Bonus Act, can now be claimed by workers as a matter of right. The Bonus Formula under Act rests on the calculation of the `available surplus' and it envisages the following steps:

1. Computation of gross profit (Sec. 4)

The computation of gross profits for an accounting year for the purpose of the bonus formula is the first step. It is calculated according to Sec. 4 of the Act.

Computation of gross profit in case of a banking company (Sec. 4(a).

The gross profits derived by an employer from an establishment in respect of any accounting year shall, in the case of a banking company, be calculated in the manner specified in the First Schedule.

The First Schedule (See Sec. 4 (a))

21.7 COMPUTATION OF GROSS PROFITS IN BANKING AND OTHER COMPANIES

1 The starting point in the computation of the gross profits in case of a banking company is the net profit as shown in the profit and loss account after usual and necessary provisions. Where profit subject to taxation is shown in the profit and loss account and the provision made for taxes on income is shown, the actual provision for taxes on income shall be deducted from the profit.

Items to be added back to net profit

To the net profit of a banking company, the following amounts shall be added:

1). provision for bonus to employees and bonus paid to employees in that particular accounting year or in respect of previous accounting years, to the extent charged to profit and loss account:

2). Provision for depreciation.

3). Provision for Development Rebate Reserve to the extent charge to profit and account.

4). provision for any other reserves, to the extent charged to profit and loss. account.

5). The amount debited in respect of gratuity paid or payable to employees in excess of the aggregate of:

a) the amount, if any, paid to, or provided for payment to, an approved gratuity fund; and

b) the amount actually paid to employees on their retirement or on termination of their employment for any reason.

6). donations in excess of the amount admissible for income-tax.

7). Capital expenditure (other than capital expenditure on scientific research which is allowed as a deduction under any law for the time being in force relating to depreciation has been allowed for income tax). To the extent charged to profit and loss account.

8). Any amount certified by the Reserve Bank of India in terms of Sec. 34-A (a) of the Banking Regulation Act, 1949. Sec. 34-A of the Banking Regulation Act deals with production of documents of confidential nature.


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a)

b)

c)

d)

e)

f)

g)

9). Losses of, or expenditure relating to, any business situated outside India.

10). Income, profits and gains (if any) credited directly to published or disclosed reserve; other than-

i) Capital receipts and capital profits (including profits on the sale of capital assets on which depreciation has not been allowed for Income-tax)

ii) Profits of, and receipts relating to, any business situated outside India; iii) Income of foreign banking companies from investments outside India.

Item to be deducted The following items (and these items are in addition to sums which have to be deducted from gross profits under Sec. 6) must be deducted from the aggregate of the items added luck to the net profits as discussed above, namely.

Capital receipts and capital profits (other than profits on the sale of assets on which depreciation has been allowed for income, tax), to the extent credited to profit and loss account. Profits of, and receipts relating to, any business situated outside India, to the extent credited to profit and loss account. Income-of foreign baking companies from investments outside India, to the extent credited to profit and loss account. Expenditure of losses (if any) directly to published or disclosed reserve other than- i) Capital expenditure and capital losses (other than losses on sale of

capital assets on which depreciation has not been allowed for income, - tax);

ii) Losses of any business situated outside India. In the case of foreign banking companies proportionate administrative (overhead) expenses of Head Office allocable to Indian business. Refund of any excess direct tax paid for previous accounting years and excess provision, if any, of pervious accounting years relating to bonus, depreciation, or development rebate, T written back and to the extent credited to profit and loss account. Cash subsidy, if any, received from Government or from any body corporate established by any law for the time being in force or by any other agency through budgetary grants, to the extent credited to profit and loss account.

The resultant figure after making the necessary additions to, the deductions from, the net profit is the gross profit.

II Computation of gross profit in any other case (See. 4(b)). The gross profits derived by an employer from an establishment in respect of an accounting year shall, in any other case (i.e., other than that of a banking company) shall be calculated in the manner specified in the second schedule:

The Second Schedule (See Sec 4. (b))

Computation of gross profit. In other cases The manner of computing the gross profit derived by non-banking establishments is specified; in the Second Schedule to the Act. The starting point in the computation of the gross profits in such cases is the net profit as shown in the profit and loss account after making usual and necessary provisions. Items to be added back to net profit

The following items shall be added to the net profit of the relevant accounting year as shown in that year's profit and loss account.


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1). Provision for bonus to employees and bonus paid in that particular accounting year or in respect of previous accounting years, to the extent charged to profit and loss account.

2). Provision for depreciation.

3). Provision for direct taxes, including the provision (if any) for previous accounting years.

4). Provision for Development Rebate/Investment Allowance/Development Allowance Reserve, to the extent charged to profit and loss account.

5). Provision for any other reserves, to the extent charged to profit and loss account.

6). The amount debited in respect of gratuity paid or payable to employees in "respect of

i) The amount, if any, paid to, or provided for payment to, an approved gratuity fund; and

ii) the amount actually paid to employees on their retirement or on termination of their employment for any reason.

7). Donations in excess of the amount admissible for income-tax.

8). Any annuity due, or commuted value of any annuity paid under the provisions of Sec, 280-D of the Income-tax Act, 1961 during the accounting year.

9). Capital expenditure (other than capital expenditure on scientific research which is allowed as a deduction under any Iaw for the time being in force relating to direct taxes) and capital losses (other than losses on sale of capital assets on which depreciation has been allowed for income-tax or agricultural income-tax, to the extent charged to profit and loss account).

10). Losses of, or expenditure relating to, any business situated outside India.

11). Income, profits or gains (if any) credited directly to reserves, other than-

i) capital receipts and capital profits (including profits on the sale of capital assets on which depreciation has not been allowed for income-tax or agricultural income-tax);

ii) Profits of, and receipts relating to, any business situated outside India.

iii) Income of foreign concerns from investments outside India.

Items to be deducted

The following items (these items are in addition to sums which have to be deducted from gross profits under Sec. (6) must be deducted from the aggregate of the items added back to the net profit as discussed above namely:

a)

b)

c)

d)

i)

ii)

Capital receipts and capital profits (other than profits on the sale of assets on which depreciation has been allowed for income-tax or agricultural income tax), to the extent credited to profit and loss account.

Profits of, and receipts relating to, any business situated outside India, to the extent credited to profit and loss account.

Income of foreign concerns from investments outside India, to the extent credited to profit and loss account.

Expenditure or losses (if any) debited directly to reserves, other than-

capital expenditure and capital losses (other than losses on sale of capital assets on which depreciation has not been allowed for income-tax or agricultural income tax);

losses of any business situated outside India.


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e)

f)

g)

In the case of foreign concerns proportionate administrative (overhead) expenses Payment of Bonus Act, 1965 of Head Office allocable to India business.

Refund of any direct tax paid for previous accounting years and excess provision, if any, of previous accounting years relating to bonus, deprecation, taxation or development rebate or development allowance, if written back, to the extent credited to profit and loss account.

Cash subsidy, if any, given by the Government or by any body corporate established by any law for the time being in the force or by any other agency through budgetary grants.

The resultant figure after making the necessary additions to, and deductions from, the net profit is the gross profit.

21.8 DETERMINATION OF AVAILABLE SURPLUS

The next step, after the determination of gross profits in the manner discussed above, in the determination of available surplus. The available surplus in respect of any accounting year shall be the gross profits for that year after deducting thereform the sums referred to ink Sec. 6 (Sec. 5).

The payment of Bonus (Amendment) Act, 1969 added the following proviso to Sec. 5:

The available surplus in respect of the accounting years commencing on any day in the year 1968 and in respect of every subsequent accounting year shall be the, aggregate of:

the gross profits for that accounting years after deducting therefrom the sum referred to in Sec. 6; and

a)

b) an amount equal to the difference between-

i) The direct tax, calculated in accordance with the provisions of Sec. 7, in respect of an amount equal to the gross profits of the employer for the immediately preceding accounting year; and

ii) The direct tax, calculated in accordance with the provisions of Sec. 7, in respect of an amount equal to the gross profits of the employer for such preceding accounting year after deducting therefrom the amount of bonus which the employer has paid or is liable to pay to this employees in accordance with the provisions of this Act for that year (Proviso to Sec. 5)

21.9 SUMS DEDUCTIBLE FROM GROSS PROFIT : THIRD SCHEDULE

Sec. 6 specifies the sums that are to be deducted from gross profits as prior charges. The amount which remains after deducting these sums (known as prior charges) is the ‘available surplus’ for distribution as 'bonus'. These sums are as follows;

a)

b)

c)

d)

Any amount by way of depreciation admissible in accordance with the provisions of Sec. 32 (i) of the Income-tax Act, 19 Y or in accordance with the provisions of the Agricultural Income-tax Law, as the 4se may be.

Any amount by way of development rebate or investment allowance or development allowance which the employer is entitled to deduct from his income under the Income-tax Act, 1961.

Any direct tax which the employer is liable 1,~ pay for the accounting year in respect of his income, profits and gains during that year. This deduction is subject to the provisions, of Sec. 7 which deals with the calculation of direct tax payable by the employer.

Any other sum specified in respect of the employer in the Third Schedule is given below.


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The Third Schedule (See Sec. 6 ((I))

The sums mentioned in the Third Schedule (and referred in Sec. 6 (d) as prior charges to be deducted from gross profits) are as follows:

1. In respect of a company other than banking company

i) The dividends payable on its preference share capital for the accounting year calculated at the actual rate at which such dividends are payable;

ii) 8.5 per cent of its paid up equity share capital as at the commencement of the accounting years.

iii) 6 per cent of its reserves shown in its balance-sheet as at the commencement of the accounting year, including any profits carried forward from the previous accounting year;

Provided that where the employer is a foreign company within the meaning of Sec. 591 of the Companies Act, 1956, the total amount to be deducted under this item shall be 8.5 per cent on the aggregate of the value of the net fixed assets and the current assets of the company in India after deducting the amount of its current liabilities (other than any amount shown as payable by the company to its Head Office whether towards any advance made by the Head Office or otherwise or any interest paid by the company to its Head Office) in India.

2. In respect of a banking company

i) The dividends payable on its preference share capital for the accounting year calculated at the rate at which such dividends are payable;

ii) 7.5 per cent of its paid-up equity share capital as at the commencement of the accounting year;

iii) 5 per cent of its reserves shown in the balance-sheet at the commencement of the accounting year, including any profits carried forward from the previous accounting year;

iv) any sum which, in respect of the accounting year, is transferred by it:

a)

b)

to a reserve fund under Sec. 17 (I) of the Banking Regulation Act, 1949,-or

to any reserves in India in pursuance of any direction or advice given by the Reserve Bank of India, Whichever is higher.

Provided that where the banking company is a foreign company within the meaning of Sec. 591 of the Companies Act, 1956, the amount to be deducted under this Item shall be the aggregate of:

i) the dividends payable to its preference shareholders for the accounting year at he rate at which dividends are payable on such amount as bears the same proportion to its total preference share capital as its total working funds in India bear to its total world working funds;

ii) 7.5 per cent of such amount as bears the same proportion to its total paid-up equity share capital as the total working funds in India bear to its total world working funds;

iii) 5 per cent of such amount as bears the same proportion to its 'total disclosed reserves as its total working funds in India bear to its total world working funds;

iv) any sum which, in respect of the accounting year, is /deposited by it with the Reserve Bank of India under Sec. 11(2) (b) (ii) Of the Banking Regulation Act, 1949, not exceeding the amount required under the aforesaid provision to be so deposited.

3. In respect of a corporation

Payment of Bonus Act, 1965i) 8.5 per cent of its paid-up capital as at the commencement of the

accounting year;

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ii) 6 per cent of its reserves, if any, shown in balance-sheet as at the commencement of the accounting year, including any profits carried forward from the previous accounting year.

4. In respect of co-operative society

i) 8.5 per cent of the capital invested by such society in its establishment as evidenced from its books of account at the commencement of the accounting year;

ii) such sum as has been carried forward in respect of the accounting year to a reserve fund under any law relating to co-operative societies for the time being in force.

5. Any other employer not falling under any of the aforesaid categories

8.5 percent of the capital invested by him in his establishment as evidence from his books of accounts at the commencement of the accounting year:

Provided that where such employer is a person to whom Chapter XXIIA of the Income-tax Act, 1961, applies , the annuity deposit payable by him under the provisions of that Chapter during the accounting years shall also be deducted:

Provided further that where such employer is a firm, an amount equal to 25 per cent of the gross profits derived by its from the establishment in respect of the accounting year after deducting depreciation in accordance with the provisions of clause (a) of Sec. 6 by way of remuneration to all the partners taking part in the conduct of business of the establishment shall also be deducted, but where the partnership agreement, whether oral or written, provides for the payment of remuneration to any such partner, and

i) the total remuneration payable to all such partners is less than the said 25 per cent, the amount payable, subject to a maximum of Rs. 48,000 to each such partner; or

ii) the total remuneration payable to all such partners is higher than the said 25 per cent, such percentage, or a sum calculated at the rate of Rs. 48,000 to each such partner, whichever is less, shall be deducted under this provise:

Provided also that where such employer is an individual or a Hindu undivided family-

i) amount equal to 25 per cent of the gross profits derived by such employer from the establishment in respect of the accounting year after deducting depreciation in accordance with the provisions of clause (a) of Sec. 6; or

ii) Rs. 48,000 whichever-is less, by way of remuneration to such employer, shall also be deducted.

21.10 CALCULATION OF DIRECT TAX PAYABLE BY THE EMPLOYER

Any direct tax payable by the employer for any accounting year shall, subject to the following provisions, be calculated at the rate applicable to the income of the employer for that year. This will, however, be subject to the following provisions:

I) In calculating such tax no account shall be taken of:

i) any loss incurred by the employer in respect of any previous accountings year and carried forward under any law for the time being in force relating to direct taxes.


48

ii) any arrears of depreciation which the employer is entitled to add to the amount of the allowance for depreciation for any following accounting year or years under Sec. 32 (2) of the Income-tax Act, 1961;

iii) any exemption conferred on the employer under Sec. 84 of the Income-tax Act, 1961, or of any deduction to which he is entitled under Sec. 1.01 (I) of that Act, as in force immediately before the commencement of the Finance Act, 1965.

2. Where the employer is a religious or a charitable institution to which the provisions of See. 32 do not apply and the whole or any part of its income is exempt from tax under the Income-tax Act, 1961, then; with respect to the income so exempted, such institution shall be treated as if it were a company in which the public are substantially interested within the meaning of that Act.

3. Where the employer is an individual or a Hindu undivided family, the tax payable by such employer under the Income-tax Act shall be calculated on the basis that the income derived by him from the establishment is his only income.

4. Where the income of any employer includes any profits and gains derived from the export of any goods or merchandise out of India and any rebate on such income is allowed under any law for the time being in force relating of direct taxes, then, no account shall be taken of such rebate.

5. No account shall be taken of any rebate other than development rebate-, investment allowance or development allowance or credit or relief-or deduction (not hereinbefore mentioned in this Section) in the paymerd-6 any duct tax allowed under any law for the time being in force relating to direct taxes of under the relevant annual Finance Act, for the development of any industry.-(Section 7)

21.11 ALLOCABLE SURPLUS

After determining the `available surplus' the employees' share known as `allocable surplus' is to be determined. Allocable surplus, according to Sec 2 (4), means-

a) in relation to an employer, being a company other than a banking company which has not made the arrangements prescribed under the Income-tax Act, 1961, for the declaration and payment within India of the dividends payable out of its profits in accordance with the provision of Sec. 194 of that Act, sixty-seven per cent of the available surplus in an accounting, year;

b) in any other case, sixty per cent of such available surplus.

The allocable surplus is the worker's share in the available surplus. The rules to be followed for distribution of allocable surplus are as follows: 1. Amount of Bonus (Sec. 10) The bonus formula as envisaged in the Act provides for the payment of minimum and maximum bonus to the employees in an accounting year so that they are not deprived of any bonus in the accounting year notwithstanding any losses in that particular accounting year. This also ensures a regular sustained income to the employees which is in addition to their-salary or wage. a) Minimum Bonus (Sec. 10) Every employer shall be bound to pay to every employee in respect of the accounting year commencing any day in 1979 and in respect of any subsequent year, a minimum bonus which shall be 8.33% of the salary of wages earned by the employee during the accounting year or Rs. 100 (Rs. 60 in case of employees below the age of fifteen years), whichever in higher. The minimum bonus shall be payable whether or not the employer has any allocable surplus in the accounting year. b) Maximum Bonus (Sec. 11) Bonus at a rate higher than the minimum rate is payable only when the allocable surplus in a particular accounting year exceeds the amount of minimum bonus payable

Payment of Bonus Act, 1965'to the employees. Where in respect of any accounting year the allocable surplus exceeds the amount of minimum bonus payable to the employees, the employer shall be bound to pay to every employee in the accounting year an amount in proportion to the salary or wage earned by the employee during the accounting year subject to a maximum of twenty per cent of such salary or wage.

49

According to Sec. 10(2), the allocable surplus shall be computed taking into account “set on” and “set off” as founded in Sec. 15.

2. Calculation of bonus with respect to certain employees (Sec. 12)

Where the salary or wage bf an employee exceeds Rs. 2500 per mensem, the bonus payable to such employee under Sec. 10 shall be calculated as if his salary or wage were Rs. 2500 per mensem:

3. ‘Set on’ and ‘set off' of allocable surplus (Sec. 15)

The payment of Bonus Act, 1965, envisages a scheme prescribing minimum and maximum rates of bonus together with the scheme of `set off' and `set on' of allocable surplus.

The allocable surplus for the payment of bonus for the relevant accounting year is arrived at after taking into account the figures of set on and set off in the previous year. The rules relating to set on and set off of the allocable surplus areas under:

a) Set on. Where the allocable surplus for any accounting year exceeds the amount of maximum bonus payable to employs under Sec. 11, then the excess of allocable surplus, subject to a limit of twenty per cent of the total salary or wage of the employees employed in that accountingar, shall be carried forward for being set on to the succeeding accounting year an so on upto and inclusive of the fourth accounting year.

This excess amount which is carried forward shall be utilised for the purpose of payment of bonus in the manner illustrated in the Fourth Schedule (Sec. 15 (1)).

b) Set off. Where there is no allocable surplus or the allocable surplus in respect of that year falls short of the minimum amount of bonus payable to the employees in the establishment under Sec. 10 and there in no sufficient amount carried forward and set on which could be utilised for the purpose of payment of bonus, then so much amount as is necessary for the payment of bonus shall be carried forward for being set off in the succeeding accounting year and so on in the manner illustrated in the Fourth Schedule (Sec. 15(2)).

The Fourth Schedule illustrates the method of calculation of allocable surplus, its distribution and set off or set on of the amount available out of it.

The total fund of allocable surplus in distributed amongst employees in the ratio in which they receive salary or wage during the relevant accounting year.

The principle of set on the set off as illustrated in the Fourth Schedule shall apply to all other cases not covered by Sec. 15(1) or (2) for the purpose of payment of bonus under this Act (Sec. 15 (3)).

The manner of setting on and setting off allocable surplus is illustrated in the Fourth. Schedule which is reproduced below:

4. Proportionate reduction in bonus in certain case (Sec. 13)

Where an employee has not worked for all the working days in any accounting year, the bonus payable to him under Sec. 10 shall be proportionately reduced.

Sec. 14 provides that an employee shall be deemed to have worked in an establishment in the accounting year also on the days on which-

a) he has been laid oft under an agreement or as permitted by standing orders under the Industrial Employment (Standing Orders) Act, 1946, or under the Industrial Disputes Act, 1947, or under any other law applicable to the establishment.

b) he has been on leave with salary or wage;


50

c) he has been absent due to temporary disablement caused by accident arising out of and in the course of his employment; and

d) the employee has been or maternity leave with salary or wage, during the accounting year.

5. Adjustment of customary or interim bonus against bonus payable under the Act. (Sec. 17)

Sec. 17 authorises the employer to deduct the amount of any puja bonus or other customary bonus paid to an employee in an accounting year from the amount of bonus payable by him to the employee under this Act in respect of that accounting year. The employee in such a case is entitled to receive only the balance. Customary bonus is a voluntary payment made by the employer to its employees to meet special expenses of a festival.

The payment of Bonus Act, 1965, does not bar claims to customary bonus or those based on conditions of service. Customary bonus does not require calculation of profits or available surplus because it is a payment founded on long usage and justified often by spending on the festivals, and the Act gives no guidance to fix the quantum of festivals bonus, nor does it expressly wish such a usage.

Where Puja bonus is claimed by the workmen as a matter of right payable by the employer at a special season of the year, the right is not based on the general principle that labour and capital should share the surplus left after meeting necessary and prior charges but is based on an agreement between the employer and workers which may be either express or implied; If the agreement is not express, past practice may lead to an inference of implied agreement where the practice has been unbroken for a sufficiently long period to exclude the hypothesis that the payments have been made out of bounty. If the amount of the Puja bonus is not expressly laid down or cannot be inferred, the industrial Tribunal must hold that the workers are entitled to a reasonable amount as a term of employment and determine the amount. The question of any profit or loss does not arise for consideration in determining the Puja bonus (Mahalakshmi Cotton Mills Ltd. V. Their Workmen, 4 F.J.R. 248).

Customary bonus is always connected with some local festival of importance. A claim to bonus on the basis of custom or tradition is established when all the three condition are satisfied-

a) that such bonus was paid in the past in connection with some important festival, over a sufficiently long period without interruption.

b) that the payment was made at a uniform rate, and

c) that it was paid even, is a year of loss.

Where the payment of one month's basic wages at Puja time as bonus to the subordinate staff continued uninterrupted from the time it started in 1942 up to the time the dispute arose in 1954 and where the payment was made even in a year of doss, held the payment had become customary and traditional and could not be stopped`(B.N. Elias & Co. Ltd. Employees' Union V. B. N. Elias & Co. Ltd., (1960) I. F. L R. 86).

Where an employer has paid a part of the bonus payable under this Act to an employee before the date on which such bonus becomes payable, the employer is entitled to deduct the amount from the amount of bonus payable to the employee in respect of the same accounting' year.

6. Deduction of certain amounts from bonus payable under the Act. (Sec. 18)

Where in any accounting year, an employee is found guilty of misconduct causing financial loss to the employer, then it shall be lawful for the employer to deduct the amount of loss from the amount of bonus payable by him to the employee under this Act in respect of that accounting year only and the employee shall be entitled to receive the balance, if any.

Payment of Bonus Act, 19657. Time-limit for payment of bonus (Sec. 19)

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All amounts payable to an employee byway of bonus under this Act shall be paid in cash by his employer-

a) whether there is a dispute regarding p y e of bonus pending before any authority under Sec. 22, within a month from the date on which the award becomes enforceable or the settlement comes into operation, in respect, of such dispute.

b) in any other case; within a period of eight months, from the close of the accounting year.

The appropriate Government may, upon an application made to it by the employer and for sufficient reasons, extend the said period of eight months to such further period or periods as it thinks fit, so, however, that the total period so extended shall not in any case exceed two years.

8. Recovery of Bonus,(Sec. 21)

Where any money is due to an employee by way of bonus from his employer under a settlement or an award or agreement, he may make an application to the appropriate Government for the recovery of the money due to him. If the appropriate Government or such authority as the appropriate Government may specify-in this behalf is satisfied that any money is so due, it shall issue a certificate for that amount to the Collector who shall proceed to recover the same as an arrear of land revenue.

The application under Sec. 21 for the recovery of any amount of bonus due from an employer to an employee may be made by:

i) the employee himself, or ii) any other person authorised by the employee in writing to act on his behalf, or iii) in the case of the death of the employee, his assignee or heirs. An application for the recovery of bonus shall be made within one year from the date on which the money became due to the employee from the employer. The delay may be condoned if the appropriate Government is satisfied that the applicant has sufficient cause for not making the application within the said period.

In Secs. 22, 23, 24 and 25 "employee" includes a person who is entitled to the payment of bonus under this Act but who is no longer in employment,

21.12 SPECIAL PROVISIONS WITH RESPECT TO CERTAIN ESTABLISHMENTS

In the case of new establishments, whether before or after the commencement of this Act, its employees shall be entitled to be paid bonus under this Act in accordance with the provision of Secs. 16 (I-A), 16 (I-B) and 16 (I-Q. According to these Sub-Sections, the liability for paying bonus in a newly set up establishment has to be judged with reference to different accounting years as under:

a)

b)

c)

d)

first five accounting years following the accounting year in which the employer sells the goods produced or manufactured by him or renders services, as the case may be, from such establishment. (Sec..A6 (I-A))

Sixth accounting year (Sec. 16(I-By(i)).

Seventh accounting year (Sec. 16 (I-B)(ii)).

Eighth and succeeding accounting years (Sec. 16 (I-C)).

(1) First five accounting years

Sec 16 (I-A) deals with the payment of bonus by a new establishment in the first five accounting years following the accounting year in which the employer sells the goods


52

produced or manufactured by him or renders services, as the case may be, from such establishment. According to it, bonus shall be payable only in respect of the accounting year in which the employer derives profits from such establishment. As regards calculation of bonus, the provisions of the Act (but not Sec. 15) shall apply in relation to that year.

(2) Sixth and seventh accounting years

For the sixth and seventh'. accounting years following the accounting year in which the employer sells the go,6ds produced or manufactured by him or renders services, as the case may be, from such establishment, the provisions of Sec, 15 shall apply subject to the following modifications, namely-

i) for the sixth accounting year, set on or set off, as the case may be, shall be made in the manner illustrated in the Fourth Schedule taking into account the excess or deficiency, if any, as the case may be, of the allocable surplus set on or set off in respect of the fifth and sixth accounting years;

ii) for the seventh accounting year, set on or set off, as the case may be, shall be made in the manner illustrate in the Fourth Schedule taking into account the excess or deficiency, if any, as the case may be of the allocable surplus set on or set off in respect of the fifth, sixth and seventh accounting years (Sec. 16 (I-B))

3) Form the eighth accounting year

From the eighth accounting year following the accounting year in which the employer sells the goods produced or manufactured by him or renders services, as the case may be, from such establishment, the provisions of Sec. 15 shall apply in relation to such establishment as they apply in relation to any other establishment (Sec. 16 (I-C)). The three Explanations given in Sec. 16 (I) clarify certain points raised in Sec. 46. An establishment shall not be deemed to be newly set up merely by reason; of a change in its location, management, name of ownership (Explanation I).

An employer shall not be deemed to have derived profit in any accounting year unless-

a) he has made provision for that year's depreciation to which he is entitled under the Income-tax Act, 1961.or, as the case may be, under the agricultural income-tax law; and

b) the arrears of such depreciation and losses incurred by him in respect of the establishment for the previous accounting years have been fully set off against him profits. (Explanation II).

The sale of the goods produced or manufactured during the course of the trial run of any factory or of the prospecting stage of any mine or oil-field shall not be taken into consideration and where any question arises with regard to such production or manufacture, the decision of the appropriate Government, made after giving the parties a reasonable opportunity of representing the case, shall be final and shall not be called in question by any Court or other authority (Explanation III). The above provisions, so far as may be, shall apply also to new departments or undertakings or branches set up by existing establishment4~(Sec. 16(2)). The proviso to Sec. 16 (2) further states that if an employer in relation town existing establishment consisting of different departments or undertakings or branch (whether or not in the same industry) set up at different periods has, before the 29th.-ffiay, 1965, been paying bonus to the employees of all such departments or undertakings or branches irrespective of the date on which such departments or undertakings or branches were set up, on the basis of the consolidated profits computed in respect of all such departments or undertakings or branches, then, such employer shall be liable to pay bonus in accordance with the provisions of this Act to the employees of all such departments or undertakings or branches (whether set up before or after that date) on the basis of the consolidated profits:

Payment of Bonus Act, 1965Special provision with respect to payai3eni of bonus linked with production or productivity. (Sec. 31-A)

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According to Sec. 31-A introduced by the Amendment Act of 1976, where the employees have entered into an agreement with their employer (either before or after the commencement of the Payment of Bonus (Amendement) Act, 1976) for payment of an annual bonus linked with production or productivity in lieu of bonus based on profits under the Payment of Bonus Act, 1965, then, such employees shall be entitled to receive bonus due to them under such agreement. But any such agreement or settlement whereby the employees relinquish their right to receive the minimum bonus under Sec 10 (2-A) shall be null and void in so far as it purports to deprive them of such right.

Sec. 31-A further provides that such employees even under an agreement shall not be entitled to be paid any bonus in excess of 20% of the salary or wage earned by them during the, relevant accounting year.

Inspectors (Sec. 27)

The appropriate Government may, by notification in the Official Gazettee, appoint such persons as it thinks fit to be inspectors for the purposes of this Act and may define the limits within which they shall exercise jurisdiction (Sec. 27 (I)). An Inspector may, for the purpose of ascertaining whether any of the provisions of third Act has been complied with: ----

a) require an employer to furnish such information as he may consider necessary;

b) at any reasonable time and with such assistance, if any, as he thinks fat, enter any establishment or any premises connected there with the require anyone found in charge thereof to produce before him for examination any accounts, books, registers and other documents relating to the employment of persons or the payment of salary or wage or bonus in the establishment;

c) examine with respect to any matter relevant to any of the purposes aforesaid, the employer, his agent or servant or any other person found in charge of the establishment or any premises connected therewith or any person whom the Inspector has reasonable cause to believe to be or to have been an employee in the establishment;

d) Make copies of, or take extracts from, any book, register or other document maintained in relation to the establishment;

e) Exercise such other power as may be prescribed (Sec. 27(2)).

An Inspector is deemed to be a public servant within., the meaning of the Indian Penal Code, 1860 (Sec. 27 (3)).

Any person required to produce any account, book, register or other document or to give information to any Inspector shall be legally bound to do so (Sec. 27 (4)). But the Inspector cannot require a banking company to furnish or disclose any statement or information or to produce, or to given inspection of, any of its books of account or other. produce, or to give inspection of, any of its books of account or other documents, which a banking company cannot be compelled to furnish, disclose, produce of give inspection or, under the provisions of Sec. 34-A of the Banking Regulation Act, 1949 (Sec. 27 (5)).

Penalties and offences

Penalty (Sec. 28)

If any person-

a) contravenes any of the provisions of this Act or any rule made thereunder; or

b) to whom a direction is given or a requisition is made under this Act, fails to comply with the direction or requisition; he shall be punishable with imprisonment for a term which may extend to six months, or with fine which may extend to Rs. 1,000 or with both.


54

Offences by companies (See. 29)

If the person committing an offence under this Act is a company, every person who, at the time the offence was committed was in charge of, and was responsible to the company for the conduct of business of the company, as well as the company, shall be deemed to be guilty of the offence and shall be liable to be proceeded against and punished accordingly. But any of these persons shall not be liable to any punishment if he proves that the offence was committed without his knowledge or that he exercised all due diligence to prevent the commission of such offence (Sec. 29(1)).

Where an offence under this Act has been committed by a company and it is proved that the offence has been committed with the consent of any director, manager, secretary or other officer of the company, such director, manager or secretary or other officer shall also be deemed to be guilty of that offence and shall be liable to be' proceeded against and punished accordingly. Same consequence would follow when the offence is committed with the connivance of, or is attributable to any neglect on the part of any director, manager, secretary or other officer of company (Sec. 29(2)). For the purposes of Sec. 29, `Company' means any body corporate and includes a firm or other association of individuals, and director, in relation to a firm, means a partner in the firm (Explanation to Sec. 29).

Cognizance of offences (Sec. 30)

No Court shall take cognizance of any offence punishable under this Act, save on complaint made by or under the authority of appropriate Government (Sec: 30 (1)). Further, no Court inferior to that of a Presidency Magistrate or a magistrate of the first class shall try any offence punishable under this Act (Sec. 30(2)).

Protection of action (Sec. 31)

No suit, prosecution or other legal proceeding shall lie against the Government or any officer of the Government for anything which is in good faith done or intended to be done in pursuance of this Act or any rule made thereunder.

Miscellaneous

Reference of disputes under the Act (Sec. 22)

Sec. 22 provides that where a dispute arises between an employer and his employees with respect to the bonus payable under this Act or with respect to the application of this Act to an establishment in public sector, then, such dispute shall be deemed to be an industrial dispute within the meaning of the Industrial Disputes Act, 1.947. In such a case provisions of the Industrial Dispute Act or, as the case may be, any other law made by the State in that regard shall apply to such an industrial dispute.

Sec. 39 further provides that the provisions of this Act are in addition to and not in derogation of the Industrial Disputes Act, 1947, or any corresponding law relating to investigation and settlement of industrial disputes in force in a State.

Only after the industrial dispute results in an award or a settlement or an agreement the employee can recover all the bonus due from an employer as per Sec. 21 of the Payment of Bonus Act. Therefore a claim made under the Act in a Civil-Court cannot be sustained.

The Authority under the Payment of Wages Act will also have no jurisdiction to proceed under Payment of Wages Act But where there is no dispute and there are no complicated question involved, there is no reason to why the authority under the Wages Act cannot proceed on an application tiled before him under Sec. 15 of the Wages. Act.

It is not every dispute between an employer and employee in regard to bonus which shall be covered under Sec. 22 of the Bonus Act but this Section would be attracted only if the disputes are:

1). with respect to the bonus payable under the Act, or

2). with respect to the application of the Act. 54

Payment of Bonus Act, 19653). Hence the authority under Payment of Wages Act will have a jurisdiction to deal with the applications filed by the petitioner for a direction for payment of the amount of bonus which would be covered within the meaning of the words ‘delayed wages’ (Junior Labour Inspector V. Presiding Officer, (1976) I L.L.J. (S.C.)).

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21.13 PRESUMPTION ABOUT ACCURACY OF BALANCES EET AND PROFIT AND LOSS ACCOUNT OF CORPORATIONS AND COMPANIES

Sec. 23 states that the authority dealing with investigation and settlement of industrial disputes of the kind referred to in Sec. 22 may presume that the statements and particulars in the balance sheet and profit and loss account of the company are accurate. The company or corporation in such cases need not prove the accuracy of such statements and particulars by the filing of an affidavit or any other method. The presumption of accuracy. of statements and particulars in the balance sheet and profit and loss account may be made in case of a corporation if its accounts are audited by the Comptroller and Auditor General of India, and in case of companies if the accounts are audited by the auditors qualified to act as auditor of companies under Sec. 226 (1) of the companies Act. 1956. The authority who can presume such accuracy is any arbitrator or tribunal under the Industrial Dispute Act, 1947, or under any corresponding law relating to investigation and settlement of industrial disputes in force in a State to which any dispute between an employer and his employees with respect to bonus payable under this Act, or with respect to the applicability of this Act to an establishment in the public sector is referred.

Sec. 23 further states that the trade union or the employees who are a party to the dispute, may make an application to the authority requiring any clarification relating to any item in the balance sheet or profit and loss account from the employer, company or corporation. The authority shall then satisfy itself whether such clarification is necessary. If it concludes that such clarification is necessary it shall direct the corporation or the company to furnish such clarification to the trade union or the employees within a specified time limit. The corporation or the company shall comply with such direction of the authority (Sec. 23(2)).

Audited accounts of banking companies not to be questioned (Sec. 24)

"24 (1) where any dispute of the nature specified in Section 22 between an employer, being a banking company, and its employees has been referred to the said authority under that Section and during the course of proceedings the accounts of the banking company duly audited are produced before it, the said authority shall not permit any trade union, or employees to question the correctness of such accounts; but the trade union or the employees may be permitted to obtain from the banking company such information as is necessary for verifying the amount of bonus due under this Act.

(2)Nothing contained in Sub-Section (1) shall enable the trade union or the employees to obtain any information which the banking company is not compelled to furnish under the provisions of Section 34-A of the Banking Regulation Act. 1949:'

Audit of accounts of employers who are not companies (Sec. 25)

Sec. 25 deals with the audit of accounts of employers who are not companies or corporations. According to it, if the employer has any dispute relating to the payment of bonus under this Actor with respect to the applicability of this Act to an establishment in the public sector with his employees, and the accounts of such employer are audited by an auditor duly qualified to act as auditor of companies under Sec. 226 (1) of the Companies Act, 1956, and such accounts are produced before the authority then the provisions of Sec. 23 shall, sq far as may be, apply to the accounts so audited (Sec. 25(1)),,---'.

When the authority finds that the accounts of such employer have not been audited by any such auditor and it is of opinion that an audit of the accounts of such employer is


56

necessary for deciding the question referred to it, then, it may direct the employer to get his accounts audited within the specified time (Sec. 25(2)). Where the employer tail, to get the accounts audited, the authority may get the accounts audited by such auditor or auditors as it thinks fit (Sec. 25 (3)). When the accounts are so audited, the provisions of Sec. 23 shall, so far as may be, apply to the accounts so audited (Sec. 23 (4)). The expenses of, and incidental to, any audit (including the remuneration of the auditor or auditors) shall be determined by the said authority (which determination shall be final) and paid by the employer (Sec. 25 (5)).

Maintenance of registers, records, etc. (Sec. 26)

Every employer shall prepare and maintain such registers, and other documents in such form and in such manner as may be prescribed.

Effect of laws and agreements inconsistent with the Act (Sec. 34)

Subje4t the provisions of Sec. 31-A the provisions of this Act shall have effect notwithstanding anything inconsistent there with contained in any, other law for the times being in force or in the terms of any award, agreement, settlement or contract of service.

Power to make rules (Sec. 38)

Sec. 38 confers power on the Central Government to make rules for the purpose of carrying into effect the provisions of this Act (Sec. 38(1)).

21.14 GENERAL REMARKS Bonus has been a subject of persistent dispute between the management and the workmen. It is rather ironic that while bonus was intended to given a sense of _ , partnership to labour in industry and help the identification of workmen with the welfare of industry, and thus promote harmonious relations, it has been responsible for some of the major strikes in industry and has often hindered the establishment of harmonious relations between the workmen and management.

The Payment of Bonus Act, 1965 has transformed bonus which originated as gift and continued to be a gift or exgratia payment for a long time, into a statutory obligation of the employers. This legislation which is peculiar to India, confers on workmen a legal right to receive a minimum bonus annually irrespective of the fact whether the establishment makes any profit or not. Minimum bonus has, therefore become necessary adjunct of wages. In other words, the system of annual bonus has now come to stay and may continue in future. The constitutional validity of this enactment was challenged soon after it was brought into force. The Supreme Court upheld its validity and also of its provisions relating to minimum bonus and set on set on-set off.

Although this Act is not applicable to non-completing public sector undertakings, but annually ex-gratia amounts are paid to employees of all of theirs and-these amounts are computed on the same basis as provided in the Act, The Central Government have also now started paying bonus linked with productivity to employees of most of their undertakings, such as railways, P&T Mints, Ordnance-factories and other defence establishments. Annual ex-gratin payments are made also to Central and State Government Employees. So is the case with most of the organisations exempted from the Act under Sec. 32. Their employees are being paid bonus either as ex-gratia payment, or productivity linked bonus.

All the disputes pertaining to bonus can be referred to Industrial Courts and Tribunals for investigation and settlement under the Industrial Disputes Act, 1947. The Industrial Courts and Tribunals have been vested with the powers to go into the «curacy of balance sheets and statements of profit and loss accounts if the same are questioned by workers and their unions in case of disputes relating to bonus pending with them.

One of the objective of this legislation is to make bonus as unbargainable as possible and thereby reduce disputes on this account. This was also sought to be achieved by providing a simpler formula for determining bonus payable and by limiting variations

57


in the amount payable by different concerns by laying down the minimum and maximum bonus payable in the accounting year. From the operation of the Act it appears that this objective has not been achieved substantially. The fact is that neither employers nor employees have been happy with the provisions of the Act. Workers .complain about its inadequate coverage and available surplus. They also feel that many workers have been deprived of their bonus which they were getting before the Act was enforced, because their establishments are now outside the purview of the Act, and in case of not a few concerns covered, the minimum bonus is being treated as maximum bonus. On the other hand employers are feeling more about the fact that they have to pay minimum bonus whether they make/any profit or not. Employers and workers have been feeling about the Act as stated above from the time the Act was enforced, and that is about 35 years back. During this long period their hostility towards the Act has been diminishing. This diminishing process together with the further amendments of the Act to meet the demands of the employees for increasing the salary limit of Rs. 3500 for being covered by Act, and removing or increasing the limit of maximum bonus, may improve the acceptability and the working of the Act.

21.15 SELF-ASSESSMENT TEST 1). "One of the objectives of the Payment of Bonus Act 1965 was to minimise the

number of disputes of bonus. Has that objective been achieved? If not, Why? 2). Distinguish between available surplus and allocable surplus. How are they

worked out? 3). Explain the provision for set-on and set-off in the Payment of Bonus Act. Why

has such a provision been made in the Act? 4). Explain the provision made in the Act for payment of bonus to the employees of

newly set up establishments. What is meant by Newly set-up establishment under this Act.

5). State briefly the obligations of employers and rights of employees under this Act.

6). Explain the following terms for the purposes of Payment of Bonus Act, 1965:-"accoundy year" "employer" "appropriate government" "prior changes" "wage"

7). Is this Act applicable to all public sector undertaking; if not, what type of undertaking are covered by this Act?

8). What can make an employee eligible or disqualified for the payment of bonus under the Act. Can employer forfeit the whole amount of bonus payable to worker? If so, for what reasons?

21.16 FURTHER READINGS

1. Law and Practice of Minimum Wages Act - S.B. Rao (1999) -Law Publishing House, Allahabad.

2. Wages A Workers Education Manual - I.L.O. Publication, Geneva.

3. Labour Law - Chrones J.B. and Grime, R.P., Butterworth & Co. Ltd., London.

4. Indian Labour Laws a Servisor Shoud Know, - B.R. Seth All India Management Association, Lodi Road.

5. Industrial Relations and Labour Laws - P. C. Tripathi and C.B. Gupta, S. Chanel & Sons, Delhi.

6. A Manual of Mercantile Law. M. C. Shukla, Sultan Chand & Sons, Delhi.

7. Concept of Bonus (A Commentary on Payment of Bonus Act, 1965) -;S. B. Rao Law Publishing House, Allahabad.

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